Job Title

Associate Program Manager Role and Responsibilities:Stakeholder Partnership & Business Solutioning Act as a strategic partner to Program Leaders and Senior Stakeholders, ensuring strong alignment between business objectives, operating models, and people strategies. Balance HR and Operations priorities by co‑creating practical, scalable solutions that support delivery, productivity, and employee experience. Translate business challenges into people, process, and capability solutions, leveraging data, insights, and best practices. Serve as a trusted advisor to leadership on organizational effectiveness, workforce planning, and change initiatives. Employee Connect & Business Enablement Design and oversee structured employee connect and listening mechanisms (pulse surveys, forums, leadership connects) to gather insights and influence business decisions. Govern the 90‑day onboarding experience to ensure faster assimilation, early engagement, improved productivity, and reduced early‑tenure attrition. Partner with business and learning teams to align knowledge management and capability‑building initiatives with current and future business needs, enabling sustained performance and retention. Identify engagement and attrition risks using data and feedback, and partner with leaders to drive targeted, outcome‑based interventions. Performance Management Provide strategic oversight for performance management and goal‑setting frameworks, ensuring alignment between individual goals and business outcomes. Enable leaders to drive a strong performance and accountability culture through calibration, talent reviews, and leadership capability building. Data, Governance & Risk Oversight Establish and monitor people governance frameworks, ensuring adherence to internal policies, controls, and regulatory requirements. Use HR analytics and business metrics to identify trends, risks, and opportunities, and present actionable insights to senior leadership. Anticipate and mitigate people‑related and operational risks through proactive planning and cross‑functional collaboration. Financial & Resource Governance Provide strategic oversight of HR and people‑related budgets, ensuring alignment with business priorities and financial discipline. Define and implement cost optimization strategies without compromising delivery or employee experience. Monitor budget utilization and guide leadership on trade‑offs and investment decisions. Executive Impact Operate as an enterprise‑level HR and business leader, influencing strategy, execution, and transformation agendas. Drive large‑scale initiatives that enhance organizational capability, stakeholder confidence, and business outcomes. Champion a culture of agility, accountability, and continuous improvement across programs.Technical and Functional Skills: The ideal candidate will have at least 10+ years of experience into HRBP role. Full understanding of the way an organization operates to meet its objectives. Excellent knowledge of employment legislation and regulations. Thorough knowledge of human resource management principles. A business acumen partnered with attention to the human element. Knowledge of data analysis and reporting. Strong verbal, written, and interpersonal communication abilities. Strong analytical skills and experience using and presenting data to make decisions.